The purpose of this policy is to reduce the likelihood of an accident by informing and educating staff about the responsible use of mobile phones in vehicles and protect SEStran employees from possible prosecution. In accordance with the Road Vehicles (Construction and Use) (Amendment) (No 4) Regulations 2003, SEStran prohibits the use of hand held mobile phones while driving, except in case of emergency. This Policy applies to all employees including those who use their own private car for work purposes. Visit gamblingapps.com to learn more about the compatible mobile apps.
SESTRAN aims at all times to recruit the person who is most suited to the particular job. Recruitment will be solely on the basis of the applicant’s abilities and individual merit as measured against the criteria for the job. Qualifications, experience and skills will be assessed at the level that is relevant to the job. SESTRAN is committed to applying its equal opportunities policy at all stages of recruitment and selection. Shortlisting, interviewing and selection will always be carried out without regard to gender, sexual orientation, marital status, colour, race, nationality, ethnic or national origins, religion or belief, age or trade union membership. Reasonable adjustments to the recruitment process will be made to ensure that no applicant is disadvantaged because of their disability.
In exceptional circumstances SEStran will consider contributing to relocation costs for staff. Relocation expenses are judged on a case-by-case basis and each employee’s situation and circumstances will be unique. SEStran therefore retains discretion to tailor the relocation package to suit the particular circumstances and needs of each employee. The contribution will not exceed actual relocation costs and must be substantiated by receipts. However, SEStran will always act fairly and in a non-discriminatory manner. Relocation assistance is discretionary. It is not a contractual entitlement and SEStran reserves the right to withdraw it at any time.
SESTRAN is committed to recruiting and retaining high calibre employees to deliver its services. SESTRAN is also committed to supporting a culture of equal opportunity whereby discrimination is eliminated. SESTRAN’s retirement policy will assist employees approaching retirement by explaining the various options available to them and the associated processes. This policy encompasses the Equality Act 2010 legislation.
SEStran is committed to maintaining, as far as possible, the security of employment for its employees and the avoidance of compulsory redundancies. Every effort will therefore be made to ensure that measures are taken to reduce the likelihood of such a scenario arising. It is recognised however, that from time to time, a number of internal and external factors impact on how services are delivered which in turn impacts on the number of employees required. It also accepts that there may be situations where employees may express an interest in severance. The Severance Policy aims to ensure that all employees will be treated fairly and the process applied is transparent and objective. The principles of the policy will be applied to severance and both voluntary and compulsory redundancy situations. The policy will be implemented in consultation with all recognised Trade Unions.
SEStran acknowledges that all employees and visitors to SEStran premises should be able to enjoy a pleasant, healthy and smoke-free environment. In accordance with the Smoking, Health and Social Care (Scotland) Act 2005 and the Prohibition of Smoking in Certain Premises (Scotland) regulations 2006, smoking is prohibited in all SEStran premises. This applies to employees employed directly by SEStran, through an agency, by a contractor or other organisation and all visitors. Employees who wish to smoke may do so in their own time during lunch breaks. Employees will not be permitted to smoke while carrying out their duties and responsibilities for SEStran.
SEStran is committed to improving the health and wellbeing of its employees by introducing and promoting policies to encourage healthier lifestyles. SEStran accepts the need to identify symptoms of stress early and to respond constructively. All reasonable steps will be taken to ensure that employees’ health is not placed at risk through excessive pressures in the workplace. SEStran also recognises that external pressures in an employee’s personal life, such as debt or personal relationships, can produce stress that may impinge upon the employment situation.
SEStran recognizes that its most important resource is its employees. It is committed to the training and development of its entire workforce so that they will gain the necessary skills to reach their full potential. This will assist in enabling the organisation to achieve its aims and objective. By increasing the skills and knowledge of its staff the organisation will produce confident, highly qualified staff working as an effective and efficient team. The individual training and development needs will be identified through the annual performance appraisal process Requests from employees. The training and development needs identified will be met through a variety of activities depending on the nature and extent of the requirements deemed necessary after assessment.
SEStran aims to provide a safe and healthy working environment for all employees. SEStran is committed to the safety of employees by ensuring that best practices are employed to minimise risks from potential violence at work. SEStran does not accept that employees should be subjected to violence whilst at work and is committed to taking all reasonable steps to protect employees from violence or threats of violence. SEStran recognises however, that the nature of services provided can place particular employees and Board Members at risk from such violence at work.